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Carolina Gonzalezrubio

Talent Performance, Acquisition and HR Communications Lead

Our screening process has many layers, psychometric being the most critical one. Mettl helps ensure that the people we hire are the right ones.

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Emotional Intelligence - A Key to Workplace Success

Understanding of interpersonal dynamics in a workplace is imperative, as it directly affects relations and productivity at workplace. Thus, being aware of one’s own and other people’s emotions is crucial. The ability to observe, identify, differentiate between emotions, and to use emotional information to guide thinking and behavior is known as emotional intelligence. This is not an innate trait, but rather is considered a learned capability that can be developed to achieve outstanding performance at workplace.

The Mettl Emotional Intelligence Assessment aims to identify the level of a person's emotional intelligence which helps in recognizing, understanding and hence managing and controlling emotions and reactions. This assessment consists of relevant competencies which were gathered from a meta analysis of various research studies and theories on emotional intelligence.

Source the right set of candidates with high emotional intelligence to improve organizational performance.

Fast track high potential to retain them and reduce organizational attrition.

Test Details:

Number of Sections

1

Number of Questions

86

Test Duration

25 minutes

Test Language

English

NOTE: If required, the test can be offered in other languages as well. Please connect with us at contact@mettl.com for any such requirement.

Section Details:

Mettl Personality Profiler

Assess the personality traits of a candidate in a workplace setting that pertain to Emotional Intelligence.

Answer to common queries:

What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?

Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development. The following are some of the steps taken:

The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.

Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.

The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.

Can we determine the appropriate levels of behaviors required for a specific job role in an organization?

Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role. Please write to us and we would be glad to assist.

Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?

We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.

Is it possible to map an organization's competency framework to your assessments?

Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context. Please write to us for such a request and we would be glad to work out a solution for you.

How do we determine the thresholds for the proficiency levels for a norm group?

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

How have norms been decided for MPP?

The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.

What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?

Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioural interviews, etc.) please reach out to us and our consultants would be happy to assist you.